Both outsourcing and promoting internally have their advantages and disadvantages. When trying to decide between outsourcing or promoting internally the company should consider these questions:

1. Have you looked at the cost of administering this function in house versus outsourcing? (Cook, 1999, p.177)

2. Have you done some preliminary recruiting to see if experienced HR staff with expatriate experience are available? What are the going salaries for these professionals? (Cook, 1999, p.177)

3. Will performing the daily administrative details of the expatriate function consume an inordinate amount of time, even if you have e

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Management in the Multinational Company" Nichols Publishing Company, 1977.

When an individual begins to understand the culture,

xperienced staff? (Cook, 1999, p.177)

internally promote and produce an expatriate executive rather than outsourcing the process. When a company or corporation does decide to promote internally many factors must be considered. The company will have to decide where to build the new facility, what products to produce, what resources to use, where to get the resources, what governmental policies must the facility adhere too, the size of the facility, and so on. The HR department will be responsible for developing the policies and procedures necessary for operating/running the plant. One of the first steps the HR department will be to develop the specific knowledge, skills, and attributes (KSA) and training necessary for success as an expatriate executive. However, Training will not be discussed but the process was mentioned because it is a vital ingredient to the success of the expatriate executive. Before selecting the individual, the company needs to take into consideration the family of the individual. The company will have to prepare not only the employee or executive but also their family. Once an individual has been selected, the expatriate will need to be rewarded some way. This will be discussed later.

an expatriate position, several KSA are desired. According to Desatnick and Bennet (1977, p.141-148) the areas that need to be considered for an expatriate executive in order of importance are adaptability/flexibility, high tolerance for frustration and patience, empathy/understanding, high intellectual capacity, ability to learn l

Some common words found in the essay are:
, Desatnick Bennet, Bennet Desatnick, Schell Solomon, cook 1999, Perquisites Cook, cook 1999 p177, 1999 p177, expatriate executive, Orienting Employees, Cost-of-living Exchange, Salary Annual, determining expatriate, hr department, promoting internally, Globalization ASTD, outsourcing promoting, success expatriate, Management McGraw-Hill, outsourcing promoting internally, success expatriate executive, family individual, selecting individual,
Approximate Word count = 1168
Approximate Pages = 5 (250 words per page double spaced)